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Team effectiveness: A validation stu...

Hamlin, Judy L.

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Team effectiveness: A validation study of Lencioni's five functions of a team.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Team effectiveness: A validation study of Lencioni's five functions of a team./
Author:	Hamlin, Judy L.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2008,
Description:	175 p.
Notes:	Source: Dissertations Abstracts International, Volume: 69-12, Section: A.
Contained By:	Dissertations Abstracts International69-12A.
Subject:	Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3301963
ISBN:	9780549474548

Team effectiveness: A validation study of Lencioni's five functions of a team.
Hamlin, Judy L.

Team effectiveness: A validation study of Lencioni's five functions of a team. - Ann Arbor : ProQuest Dissertations & Theses, 2008 - 175 p.

Source: Dissertations Abstracts International, Volume: 69-12, Section: A.

Thesis (Ed.D.)--University of La Verne, 2008.

Purpose. The first purpose of this study was to validate, by means of the literature, Lencioni's five characteristics of teams as cited in The Five Dysfunctions of a Team's assessment tool (2002) as accepted indicators of effective team performance. A second purpose was to empirically validate the five characteristics of (1) trust, (2) dealing with conflict, (3) commitment, (4) accountability, and (5) attention to results, as indicators of effective team performance. Methodology. Two types of validation were used, descriptive and correlational. A descriptive approach was used to validate, by means of the literature, Lencioni's five characteristics of a highly effective team. The types of literature reviewed included both classical and contemporary. Correlational research was used to empirically validate Lencioni's five characteristics as a predictor of a highly effective team. Availability sampling was used to identify participants who had been trained in and currently participating in teams (DuFour's Professional Learning Communities) in Riverside, California. Survey data were analyzed using correlational, multiple regression and factor analysis. Findings. The literature supported all five of Lencioni's characteristics as indicators of an effective team. There was sufficient documentation and resource materials to affirm the content validity of Lencioni's construct. The empirical data revealed strong to very strong relationships of the five characteristics to team effectiveness. Conclusions. The literature supports each of the five characteristics put forth by Lencioni as predictors of team effectiveness. As a concept, Lencioni's construct has content validity. Empirical research shows a strong to very strong relationship between the five characteristics: trust, attention to results, commitment to the organization, accountability, and dealing with conflict. The five characteristics are proven to be parts of each of the other characteristics, and are predictors of an effective team, as well. Implications: Designing team activities for the specific purpose of building a highly effective team may benefit from assessment of self-reported team effectiveness. Teams displaying what Lencioni calls The Five Dysfunctions of a Team may likely be improved by becoming aware of which characteristic might be strengthened. As related elements are "worked on" within a team, other elements might likely benefit, thereby increasing overall team effectiveness.

ISBN: 9780549474548Subjects--Topical Terms:

516664
Management.
Subjects--Index Terms:

Accountability

Team effectiveness: A validation study of Lencioni's five functions of a team.
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300 $a 175 p.
500 $a Source: Dissertations Abstracts International, Volume: 69-12, Section: A.
500 $a Publisher info.: Dissertation/Thesis.
500 $a Advisor: Corkrum, Robert.
502 $a Thesis (Ed.D.)--University of La Verne, 2008.
520 $a Purpose. The first purpose of this study was to validate, by means of the literature, Lencioni's five characteristics of teams as cited in The Five Dysfunctions of a Team's assessment tool (2002) as accepted indicators of effective team performance. A second purpose was to empirically validate the five characteristics of (1) trust, (2) dealing with conflict, (3) commitment, (4) accountability, and (5) attention to results, as indicators of effective team performance. Methodology. Two types of validation were used, descriptive and correlational. A descriptive approach was used to validate, by means of the literature, Lencioni's five characteristics of a highly effective team. The types of literature reviewed included both classical and contemporary. Correlational research was used to empirically validate Lencioni's five characteristics as a predictor of a highly effective team. Availability sampling was used to identify participants who had been trained in and currently participating in teams (DuFour's Professional Learning Communities) in Riverside, California. Survey data were analyzed using correlational, multiple regression and factor analysis. Findings. The literature supported all five of Lencioni's characteristics as indicators of an effective team. There was sufficient documentation and resource materials to affirm the content validity of Lencioni's construct. The empirical data revealed strong to very strong relationships of the five characteristics to team effectiveness. Conclusions. The literature supports each of the five characteristics put forth by Lencioni as predictors of team effectiveness. As a concept, Lencioni's construct has content validity. Empirical research shows a strong to very strong relationship between the five characteristics: trust, attention to results, commitment to the organization, accountability, and dealing with conflict. The five characteristics are proven to be parts of each of the other characteristics, and are predictors of an effective team, as well. Implications: Designing team activities for the specific purpose of building a highly effective team may benefit from assessment of self-reported team effectiveness. Teams displaying what Lencioni calls The Five Dysfunctions of a Team may likely be improved by becoming aware of which characteristic might be strengthened. As related elements are "worked on" within a team, other elements might likely benefit, thereby increasing overall team effectiveness.
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